When it’s a small thing, most managers will just let it slide. But when it becomes habit? It’s irritating. If the same mistake happens over and over again, it will eventually stop being excusable and start damaging your performance and your manager’s perception of you. Here are 10 habits that can quietly annoy your manager over time.
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Asking for Updates on Things Already Discussed
Managers like to stay in the loop, but when you ping them for the 5th time about the same thing they covered in a meeting, it can be annoying. It can give the impression that you either weren’t listening, don’t remember, or didn’t take notes.
Offering Solutions Without Understanding the Full Problem
Managers don’t mind hearing your ideas, but quick solutions typically result in more work. By prematurely presenting solutions, you create the impression that you’re a “do something” person instead of a “do it right” person.
Overusing Vague Language in Status Reports
“I am working on it” or “We are making progress” are phrases that managers loathe to hear. They don’t want to hear it, they want to know it. Ambiguity in your reporting leads to uncertainty which makes managers follow up with you more often than they should.
Taking Credit for Group Efforts Quietly
Managers notice when you give yourself credit for team work while minimizing the team’s input in private discussions. It sounds like bragging and can create divisions within your team. This self-centered behavior also creates trust issues because managers respect humility and teamwork.
Delaying Decisions Hoping Issues Will Disappear
Managers become frustrated when you delay decision-making while waiting for situations to resolve themselves. This indecisiveness holds up projects and leaves others waiting.
Using Informal Channels for Important Communication
If you share important updates or have questions via non-work channels like chatting or texting, it can lead to miscommunication. Managers like information to be documented for easy tracking. This habit often leads to missed details and frustration when things slip through cracks.
Forgetting to Follow Up After Meetings
Whenever managers delegate tasks or share information in a meeting, they are doing you a favor. They are assuming you will follow up with questions or to confirm understanding. If you continually fail to do that, you are coming off as irresponsible.
Reacting Poorly to Constructive Criticism
If you habitually react defensively to constructive feedback, it stifles your improvement and poisons the professional relationship you have with the manager. Over time, managers will be less likely to provide you with feedback.
Filling Your Calendar Without Manager Approval
Of course, all of us have limited time and have to prioritize our tasks, but it is not wiser to take on more meetings and responsibilities without consulting your manager first.
Managers get frustrated when they realize that you’re unavailable to make a key decision at a key time or that you’re always behind on important tasks.
Making Excuses Instead of Admitting Faults
No one is perfect, and everyone makes mistakes, but repeated excuses are annoying. Managers respect people who are honest and take responsibility when they make a mistake. If you always blame others or make excuses, you’ll lose their trust and test their patience.
Disclaimer: This list is solely the author’s opinion based on research and publicly available information.
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